A Diverse Working Environment In Australia Social Work Essay

Diversity within a on the job environment covers gender, ethnicity, age, linguistic communication, cultural background, spiritual belief, household duties and sexual orientation of the population within that environment ( Cox and Blake 1991, p. 45-56 ) . Diversity besides means other ways in which the workers in a peculiar environment are different, or case educational degree, work experience, life experience, socioeconomic background, matrimonial position and personality. Workplace diverseness by and large involves acknowledging the single differences in values and pull offing them within that several workplace. The diverseness of the employees in Australian context is one of its greatest. Pull offing diverseness in the state successfully means the ability to make an environment, which utilizes and values people ‘s parts with diverse experiences, positions and backgrounds ( Michael 1996, p.215-298 ) . Organizations by and large need to develop direction schemes for their employees, which are capable of suiting differences in the background, household duties and positions of their employees. They need to every bit acknowledge the diverse parts, which diverseness of positions makes to develop new ways and thoughts of making things. The construct of workplace diverseness is an inclusion of the equal employment chance rule. This paper discusses the work diverseness subject looking profoundly into issues of favoritism and the disadvantage constructs within the Australian context.

Divers nature of the work force in Australia

Australia has an extended diverseness in the several work topographic points. The state employs many people with diverse civilizations from all corners of the Earth. Australia has an inclusive and tolerant society made up of persons from many, diverse backgrounds. Cultural diverseness is a outstanding characteristic of the national individuality of Australia. Since 1900, the Australian population has been dwelling of a little figure of Autochthonal people comparatively and a significant bulk of Europeans largely from states for case Britain ( Cope and Mary 1997, p.178-201 ) . By 2008, Australia ‘s population by far exceeded 21 million with an inclusion of people from over 200 states. In this context, the diverseness even in the work force is unbearable ( Napoli 1998, p.178-198 ) . Torres Strait Islander and Aboriginal people are culturally diverse in the state, belonging to legion linguistic communication groups. Global tendencies and the fast growing nature of Australia has been conveying people to Australia for a long period and hence, making the diverseness ( Michael 1996, p.215-298 ) . From the gold haste epoch of the early 1850s to the present globalisation, the diverseness in the work force of Australia has been increasing and broadening by twenty-four hours ( Patrickson 1994, p. 25-32 ) .

Discrimination and Disadvantage

Discrimination is portion of the constructs that feature conspicuously when looking into issues of work diverseness. Discrimination in this context means the systematic Acts of the Apostless, which deprive a specific group of equal intervention for case wage rates, publicity, hiring and entree among others ( Brian 1999, p.530-547 ) . This in other words is striping peculiar groups of people equal chances within the work force without clear and justified grounds of making so. On the other manus, disadvantage is a construct that besides features loosely in this context. This involves groups of people who endure unequal chances for grounds without land. In other words, it means the poorer outcomes every bit good as conditions being assigned to specific groups ( Robin 1998, p.133-142 ) . Such groups in the Australian context normally include adult females, the handicapped, non-English-speaking migrators, and the autochthonal Australians ( Napoli 1998, p.178-198 ) . In world, these groups ever experience hard times in their work environment with penchants falling on chaps or work couples.

The two constructs of favoritism and disadvantage apply about the same in the on the job environment exhibiting themselves in changing signifiers. The assorted signifiers that are clear to the disadvantaged groups are higher rates of unemployment, lower rates of engagement in the labour force, low-paying occupations, high-workforce turnover, and limited entree to preparation and callings of pick ( Cox and Blake 1991, p. 45-56 ) . The several groups endure enduring and have a difficult clip in doing it as per their wants within the work force because they have hurdlings to clear and many challenges in their manner when working within that given environment.

Gender favoritism is a consistent characteristic in any given work force and largely reveals the disadvantaged as the adult females within that given work force ( Brian 1999, p.530-547 ) . The American labour Association released a study earlier last twelvemonth uncovering that adult females continue ruling ‘pink-collar ‘ occupations within the state. This is non to state that adult females are non educated or that it is their penchant to take down in such Jobs. The fact is that favoritism is on a high within the state and adult females are the deprived group ( Robin 1998, p.133-142 ) . They continue working in these places despite going more employed, educated, and keeping higher places. The Census Bureau informations study revealed that adult females in the US show higher high school graduation, undergraduate graduation rates and college registration than work forces uncovering that they have all that it takes to take the greater places and execute good in the white neckband Jobs ( Cox and Blake 1991, p. 45-56 ) . Nevertheless, adult females remain extremely common in the state working as secretaries, waitresses, receptionists, bookkeepers, nurses, gross revenues supervisors and cook something that keeps on know aparting them.

Gender Discrimination and Disadvantage

Jacqueline Woods an AAUW Executive Director stated that, ‘Education in information engineering and computing machine Fieldss is critical to prosecute the new hi-tech economic system. ‘ On the same, she acknowledges that over 28 per centum of adult females have joined establishments analyzing within this field to fix them for occupations in scientific discipline, information engineering and technology but the worst comes in that there is still a diverse ratio in the figure of work forces working in these Fieldss as compared to adult females ( Cope and Mary 1997, p.178-201 ) . The study reveals prevailing disparities in gender, peculiarly in pull offing the work-family balance. An issue released by the Kaiser Family Foundation indicated that over half of the female parents working in the parts working environment do non come to work when their kids get ill and this has led many employers to put off many of the adult females. Compared to a similar issue, seldom do work forces acquire laid away because of such grounds demoing clearly that the most deprived group remains as the adult females within a diverse work force ( Napoli 1998, p.178-198 ) . The study was besides speedy to observe that of the groups of adult females being laid off, there is besides another half of them who do non acquire paid because of losing work, and this per centum has been lifting to 66 per centum for low-income adult females and 75 per centum for the extremely hapless adult females ( Ellen and Sharon 1996, p.56 ) . The issue has led to more poverty rates among these adult females and their households and accordingly high rates of turnover ( Robin 1998, p.133-142 ) .

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Discrimination and Disadvantage in Age

Age favoritism in a coppice has besides been a clear indicant within a on the job environment. The disadvantage in this instance falls to the older coevals every bit good as the youngest coevals. Many companies and organisations seek productive people and the public assistance of the employees comes in after the company ‘s ends and aims ( Napoli 1998, p.178-198 ) . In this instance, the working force within that given environment is largely at the medium age where they are experient and extremely productive. Most of the times are when organisations lay off older employees because of their age and their lowered productiveness in the organisations ( Saul 1996, p. 19-36 ) . On the same note, there have been studies of many organisations know aparting the younger people in the work force by paying them lower returns ( Ellen and Sharon 1996, p.56 ) . The chief statement for this is normally that these people are scholars and need experience of which it ends up largely working the younger coevals.

How Discrimination and Disadvantage is being handled in Australia

Pull offing diverseness as a term is being used progressively by Australian directors. It is a procedure affecting more than conformity with statute laws. There are other philosophical rules, which underpin diverseness direction within a given work force ( Cox and Blake 1991, p. 45-56 ) . The full procedure that involves constructing a civilization that explicitly values differences among persons within the same environment operates at three degrees including the managerial degree, strategic degree, and the operational degree ( Saul 1996, p. 19-36 ) . By and large, the Australian workplace diverseness rules integrate with and underpin all human resource direction facets for case choice, enlisting, planning, public presentation assessment, development and preparation, occupational safety and wellness and workplace dealingss ( Cope and Mary 1997, p.178-201 ) . For case, an bureau ‘s certified understanding is reenforcing its committedness to diverseness and integrating flexible on the job conditions hence, leting employees equilibrate their ain duties and work. Workplace diverseness schemes in this instance back up the edifice of the organisation ‘s relationship ideally with the community, heightening the employees ‘ part and bettering the plans, services every bit good as its merchandises. The most exultant organisations focus on embedding and instilling the rules of diverseness in their direction and civilization systems. These organisations value diverseness genuinely and acknowledge it in the manner that they usually do concern. Diverseness in the Australian context is reflected in the attack to people direction, which includes public presentation direction.

Disadvantage and Discrimination as managed in Australia

In Australia, equal employment chance policies address relentless disadvantage experienced by specific groups of people within that given workplace that include Autochthonal Australians, adult females, people with disablements every bit good as people enduring disadvantage based on ethnicity or race ( Kramar 1996, p.567 ) . The PS Act was oriented and started runing on 5 December 1999. This Act in the state has replaced the elaborate prescription ideally of the Public Service Act of 1922 by wide caputs and rules of power. Duty for determinations of employment has been devolved by and large to Agency Heads, giving them more flexibleness to assist in the direction of their ain workplaces, within the general model of the low-level statute law and Act, preponderantly the Code of Conduct and the APS Values ( Krautil 1995, p.67-87 ) .

Australian anteroom groups and Government Acts have besides looked into issues of know aparting and disadvantage within the diverse working force by supplying guidelines on Workplace Diversity with first-class designs of helping bureaus meet their duty in the development of a Workplace Diversity Program and in assisting them embed the workplace diverseness rules in their direction systems and their civilization ( Krautil 1995, p.67-87 ) . This has been on the frontline of work outing the favoritism job, every bit good as catering for the disadvantaged within the diverse working force. These Guidelines as offered are wide and they cover the legal model that is of usage for workplace diverseness within the Australian Public Service offering suggestions sing how to implement, and set up a on the job workplace diverseness plan that would look into issues of favoritism ( Stone 1996, p. 21352-401 ) .

Diverseness within the Australian Public Service screens gender, ethnicity, age, linguistic communication, cultural background, spiritual belief, and sexual orientation and household duties. Within the Australian context, the legal model has been on the front line of happening solutions to disfavor and favoritism. The legal model that applies to bureaus, which employ staff under the PS Act, indicates the outlooks of the community and the Government about a just, productive and inclusive public service. A portion of the legal frame work is that Racial Discrimination Act 1975 ( Krautil 1995, p.67-87 ) . This act in the state makes it improper to demo bias in employment on the evidences of national, race, coloring material or cultural beginning. In this context, any favoritism is apt to punishment with judicial admissions laid down on the legal frame work within the judicial systems. Therefore, it is possible to action any employer who discriminates individuals on these bases ( Thomas and Ely 1996, p. 79-90 ) . The Sex Discrimination Act 1984 is besides a portion of the constituted legal frame work that has besides been valuable within the Australian context ( Stone 1996, p. 21352-401 ) . This makes it improper to demo bias in employment on the individual ‘s sex, gestation, matrimonial position, possible gestation evidences or to hassle another individual sexually. The penal codification stipulates the penalties that follow one time any of these Acts of the Apostless is broken in the procedure of employment.

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On the same note, Australia has the Equal Opportunity and the Human Rights Commission Act 1984 that is an first-class attack used in managing issues of favoritism ( Thomas and Ely 1996, p. 79-90 ) . The Acts of the Apostless are first-class in supplying for the rights of people who suffer mental or physical disablements every bit good as turn toing ailments of bias in employment ( Thomas 1995, p.267-287 ) . Therefore, the act is good able to manage the disadvantaged who undergo such favoritism within the work topographic point. Under the Occupational Safety and Health ( Commonwealth Employment ) Act 1991 as applied within Australia, all employees and employers must keep a secure, safe and healthy working environment ( Krautil 1995, p.67-87 ) . It is mandated that an employer should take practical safeguards in forestalling torment within the work force. The act is first-class in avoiding issue to make with favours every bit good as supplying everyone with equal chances, every bit good as infinite for inventions within the work force.

In Australia, there is besides the Disability Discrimination Act 1992 that has been first-class in doing it improper for any employer to pattern any signifier of favoritism against an employee on the evidences of disablement ; this includes even a disease ( Thomas 1995, p.267-287 ) . On this note, the Act covers ill leave, which has been a chief characteristic when it comes to layoffs ( Krautil 1995, p.67-87 ) . Many employees have sacked many employees on the footing of non go toing work with sickness alibis. The act is first-class in protecting such employees from been disadvantaged or treated different from the others when they resume work within the same environment.

More to the legal attack in Australia is the Workplace Relations Act 1996 that is strictly antic in forbiding favoritism in understandings and awards and ( capable to freedoms ) in the employment expiration ( Loden 1995, p.16-27 ) . Guidelines are offered in the context of work dealingss where favours and favoritism are avoided on affairs refering to awards, penalties or expiration of employment guaranting that these guidelines are followed and there is equity within a on the job environment ( Thomas 1995, p.267-287 ) .

Australia has besides been developing policies on Work and household that have been on the frontline of work outing issues of favoritism of adult females ( Thomas 1991, p.92-108 ) . The adult females as earlier discussed are an endangered species intending that their protection against favoritism should be on the spotlight of all working environments ( Loden 1995, p.16-27 ) . In the Australian context, policies developed to steer work and household dealingss include the right to bespeak for up to 24 months ‘ parental leave after bringing, right to bespeak parttime work in the period of parental leave, personal leave entitlement runing from 10 to 15 yearss per twelvemonth and a right to take up to 2 yearss ‘ leave for covering with exigencies in the household ( Thomas 1991, p.92-108 ) . Without a uncertainty, such policies are a step to the right manner frontward in taking attention of employees particularly the adult females who engage in household issues more than me do. It is from this that many of the adult females can hold a opportunity to unite both household and work issues and responsibilities without digesting a signifier of favoritism.

Strengths in the Australian Work Diversity Approach

To be this successful, the Australian work force has been on the frontline of following schemes that help in managing issues on work diverseness. They prepare a workplace profile, analyze the issues that face adult females in the workplace, place precedence issues necessitating fast reference within the organisation, develop a program to undertake the several issues and measure the effectivity of the established plans. The everyday or such a process being followed is an indicant that the Australian plan is effectual in its operations ( Loden 1995, p.16-27 ) . This is clear that the attack has its procedure, and no measure is skipped hence, explicating a solution to many jobs within the system.

Another great strength of the Australian attack is the engagement of all organic structures that take portion or interact with the employee every bit good as the employers all engaged in the workplace diverseness. The engagement of all organic structures is an indicant that there is full representation and the attack is successful with everyone playing a critical function in the solutions and determination doing associating to workplace diverseness ( Loden 1995, p.16-27 ) . The engagement of the legal model and the constitution of the regulation are besides rather first-class for the Australian attack in managing issues of favoritism and diverseness. This is because, in all fortunes, Torahs and regulations are the steering factor to any prospective attack and plan. Without them, there are no steering rules and finally plans prostration.

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Failings of the Australian work diverseness attack

However, the Australian attack in covering with favoritism and disadvantage has failings. The application of the Torahs and regulations has non been to the missive, and this is an indicant that the attack is weak. The attack in this instance concentrates much on the Torahs and regulations every bit good as implicating policies to regulate the attack, but in the existent sense, it is apparent that societal affairs are of kernel same with the legal applications. The preparation and development of directors and other leaders within the work force on affairs associating to favoritism and disadvantage would be instead a better attack in managing the patterns at the local degree and forestalling such from developing to the extremes ( Loden and Loeser 1991, p. 21­25 ) . It is instead eldritch for the plans in the Australian context to concentrate on the wake of the patterns of favoritism instead than looking into ways that could forestall the same from go oning. The plan and attacks are job work outing oriented instead than concentrating on the constitution of work diverseness from the oncoming. The rating of the plans and attacks in Australia is besides non one of the best as they do non hold practical ratings to see whether they apply good and work within the environment. In this context, the Torahs and regulations formulated are instead in authorship, but their application requires an appraisal to look into it and see whether they can use within that given context.

Following the Diversity plans in the Australian context, it has come with many advantages and benefits. Increased invention is one key characteristic within the Australian context where the working force has increased their degree of innovativeness following the solutions to favoritism and disadvantage. The plans have been appreciating the diverse work force with a scope of diverse positions and backgrounds hence, giving organisations a assortment of penetrations and thoughts to pull on in policy development and determination devising. Diverseness on the other manus, has been featured as bettering service to clients within the Australian context ( Loden and Loeser 1991, p. 21­25 ) . A workplace, which reflects the Australian community, understands its clients better hence, taking to betterment of services ( Bennington 1996, p. 3163-76 ) . The solution offered to discrimination within the workplace has had the constitution of appropriate communicating with the broader context of clients based on the apprehension of the community needs ( Michael 1996, p.215-298 ) . Therefore, there is a batch to larn from the Australian context sing the attacks used to managing favoritism and disadvantage. This is following the fact that it has been successful and played an influential function in the development of the state.

We can larn from the Australian system on the facilitation of the plans. The Australian attack has been first-class in easing their plans on work outing favoritism and disadvantage within the work topographic point. The expression on how to make it is what the several systems globally can hold a glimpse and learn from to ease equality within the work topographic point and promote diverseness. The regulations and Torahs to regulate the workplace diverseness are besides something that the Australian system has been first-class in explicating ( Bennington 1996, p. 3163-76 ) . It is hence, from this that we can besides borrow most of the regulations and Torahs to regulate the workplace as we aim at advancing diverseness and prevent favoritism. Borrowing from these regulations is ideal in assisting with the counsel in to how we handle patterns of favoritism. More to what can be learned from the system is the work topographic point moralss in all patterns including issues to make with enlisting, keeping, human public assistance among many other issues that promote equity and fight favoritism. The Australian system is an effectual 1 and would be of considerable aid with some of these elements and as a usher to proper care of workplace diverseness.


Diversity within a on the job environment covers gender, ethnicity, age, linguistic communication, cultural background, spiritual belief, household duties and sexual orientation of the population within that environment. Work topographic point diverseness direction provides ways of constructing an organisation stressing single and organisational public presentation. At the same clip, it acknowledges the demands of the person within the work topographic point. This attack to direction is an first-class one in the Australian context nut requires constructing an organisational civilization that supports diverseness among subscribers within the organisation through strategic procedures for case a cultural audit ( Thomas 1991, p.92-108 ) . It besides engages the development of human resource policies that attempt to cover with the stereotypes of employees explicitly every bit good as other subscribers and conditions of employment required to heighten public presentation. Discrimination and disadvantage are two wide constructs that feature in managing work diverseness and this are what an organisation should work to command. The Australian system has been an first-class illustration in supplying the manner frontward including legal preparation of policies and Acts of the Apostless regulating the workplace diverseness. The system has been an extraordinary strength and has seen work diverseness pattern win. Even with its failings, larning from the same is ideal and integrating an betterment to do the attacks better and facilitate work diverseness.